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You have to take a chance on them and trust that the people you have in place can help develop their talent. Many people in the workplace have what is perceived as a bad attitude and it’s mostly because we are not a monolith and much of that perception is rooted in bias and natural differences in communication styles. Ultimately though, if you don’t have strong managers in place, that’s not the junior’s fault.
So, it sounds like you’re asking about how to select good candidates when hiring in general? Because anyone can lie on their work history, whether roles/responsibilities or if they even really worked there as long as they said on resume. This business is full of people who lie to move up. But with juniors, it really is just going with your gut and taking a chance on them. And because they’re so new, it’s more about the learning opportunities you provide them than what they can actually add. See it as an investment, not a profitable employee.
Of course anyone can lie. But there are more opportunities to check and verify with someone with a lengthier work history.
Offer more paid internships.
This is definitely a superior way of getting to know someone. It’s something I would like very much to do.